Arbeitsbedingungen und Gesundheit von Beschäftigten
Der Zusammenhang von Arbeitsbedingungen bzw. Arbeitsbelastungen und der Gesundheit von Beschäftigten erhält durch die demografische Entwicklung, Digitalisierung und Klimawandel neues Gewicht. Wie muss Arbeit gestaltet sein, damit die Beschäftigten langfristig und gesund erwerbstätig sein können?
Dieses Themendossier dokumentiert die Ergebnisse empirischer Forschung der letzten Jahre.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
„Stay at Work“ – ein ressourcenorientiertes Konzept füllt eine Lücke (2025)
Zitatform
Hasselhorn, Hans Martin & Max Josef Rohrbacher (2025): „Stay at Work“ – ein ressourcenorientiertes Konzept füllt eine Lücke. In: Arbeitsmedizin, Sozialmedizin, Umweltmedizin, Jg. 60, H. 3, S. 164-169. DOI:10.17147/asu-1-426483
Abstract
"Einleitung: Das Konzept „Stay at Work“ (SaW) bietet eine ressourcenorientierte Perspektive auf Erwerbstätige, die trotz gesundheitlicher Einschränkungen kontinuierlich arbeiten und dabei keine erhöhten Fehlzeiten aufweisen. Methode: In der vorliegenden Studie werden Daten der lidA-Kohortenstudie verwendet, um das Phänomen SaW innerhalb der mittelalten Erwerbsbevölkerung querschnittlich zu untersuchen. Ergebnisse: Die Ergebnisse zeigen, dass SaW-Beschäftigte oft über günstigere personale und arbeitsbezogene Ressourcen verfügen als Beschäftigte mit häufigen Arbeitsunfähigkeitszeiten. Insbesondere Arbeitsfaktoren wie Führungsqualität und Einfluss bei der Arbeit scheinen dabei zentrale Einflussfaktoren zu sein. Dennoch stellen sie zugleich eine potenziell vulnerable Gruppe dar. Schlussfolgerungen: Der Beitrag leistet einen ersten Schritt zur besseren wissenschaftlichen Einordnung von SaW und zeigt Potenziale auf, wie diese Perspektive die betriebliche Präventionsarbeit in Deutschland stärken kann." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Association between the Volatility of Income and Life Expectancy in the U.S. (2025)
Zitatform
Hotz, V. Joseph, Anna Ziff & Emily Wiemers (2025): The Association between the Volatility of Income and Life Expectancy in the U.S. In: Journal of labor economics, Jg. 43, H. S1, S. S153-S178. DOI:10.1086/732668
Abstract
"We examine the relationship between income volatility and life expectancy in mid-sized U.S. commuting zones between 2006 and 2014. We use a commercial dataset, Info USA, to measure income volatility which we link to estimates of life expectancy by gender, county,race, and income. We find that higher income volatility in a county is associated with lower life expectancy, but only at the bottom of the income distribution and primarily for non-HispanicWhites. Though we cannot extrapolate our findings to individual-level relationships, we dolink them to existing literatures on place-based differences in mortality and the relationship between volatility and health." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Management Practices, Workplace Health Promotion and Productivity (2025)
Zitatform
Jirjahn, Uwe & Jens Mohrenweiser (2025): Management Practices, Workplace Health Promotion and Productivity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18059), Bonn, 34 S.
Abstract
"Since the emergence of personnel economics, economists have been increasingly aware that the management practices used by firms are an important determinant of productivity. However, it is an open question of whether the impact of management practices on the productivity of firms depends on workplace health promotion activities (alternatively called workplace wellness programs). Using a widely recognized management index developed by Bloom and Van Reenen (2007), this study provides evidence that workplace health promotion moderates the link between management practices and productivity. Our panel data estimates show that the positive impact of management practices on productivity is stronger if a firm engages in workplace health promotion. This finding fits the notion that workplace health promotion mitigates adverse side effects of management practices on employees' health. However, our estimates also provide evidence of a negative direct influence of workplace promotion on productivity. The positive moderating influence of workplace health promotion only dominates the negative direct influence if a firm uses Bloom and Van Reenen's management practices (targets, monitoring and incentives) at a high intensity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeits- und Gesundheitssituation von Erwerbstätigen in der Einfacharbeit (2025)
Zitatform
Kaboth, Arthur, Marcel Lück, Lena Hünefeld & Vanessa Vegner (2025): Arbeits- und Gesundheitssituation von Erwerbstätigen in der Einfacharbeit. (baua: Bericht), Dortmund, 41 S. DOI:10.21934/baua:bericht20250331
Abstract
"Einfacharbeit umfasst Tätigkeiten, die keine formale Qualifikation voraussetzen. Diese Tätigkeiten bewegen sich im Spannungsfeld zwischen belastenden Arbeitsanforderungen und hoher gesellschaftlicher Relevanz. Bislang ist der Forschungsstand lückenhaft, und es fehlt an spezifischen Maßnahmen zur Verbesserung der Arbeits- und Gesundheitssituation dieser Erwerbstätigengruppe. Im vorliegenden Bericht wird anhand verschiedener Datensätze beleuchtet, wer in Einfacharbeit tätig ist, welche Arbeitsanforderungen und -ressourcen vorzufinden sind, wie die Erwerbsverläufe bis hin zur Regelaltersgrenze der Beschäftigten aussehen und welche gesundheitlichen Konsequenzen mit Einfacharbeit einhergehen können. Der Bericht dient dazu, einen Status Quo über die hier aufgezählten Inhalte zu liefern, Forschungslücken zu identifizieren und zu schließen sowie Handlungsempfehlungen für die Arbeits- und Gesundheitssituation dieser Erwerbsgruppe darzulegen. Die Ergebnisse zeigen, dass Beschäftigte in der Einfacharbeit sowohl von körperlichen als auch psychischen Arbeitsanforderungen betroffen sind und zugleich wenige Arbeitsplatzressourcen zur Verfügung stehen. Außerdem sind im Vergleich zu anderen Erwerbgruppen die Erwerbsverläufe der Beschäftigten in der Einfacharbeit häufiger von Erwerbsunterbrechungen sowie von vorzeitigen Eintritten in die Altersrente geprägt. In verschiedenen Bereichen der Einfacharbeit kann eine Vielzahl arbeitsbezogener Anforderungen identifiziert werden, die gesundheitliche Risiken mit sich bringen. Die Ergebnisse verdeutlichen eine durchschnittlich schlechtere sowie über den Erwerbsverlauf abnehmende subjektive Gesundheit. Aus Perspektive des Arbeitsschutzes müssen zunächst die Problemlagen der Beschäftigten in der Einfacharbeit identifiziert und dementsprechend passgenaue Maßnahmen ergriffen werden. Zum einen geht es dabei um die Identifizierung und Reduzierung von Belastungen am Arbeitsplatz sowie der Bereitstellung von spezifischen Ressourcen, um die Gesundheit der Beschäftigten bis ins hohe Alter zu fördern und zu erhalten. Zum anderen können (Teil-)Qualifizierungen dazu beitragen, die Motivation aber auch die Beschäftigungsstabilität sowie Arbeitsmarktchancen zu erhöhen, sodass das Risiko von Erwerbsunterbrechungen minimiert wird. Diese sollten vor dem Hintergrund des drohenden Arbeits- bzw. Fachkräftemangels lebenslauforientiert und alter(n)sgerecht gestaltet werden. Der vorliegende Bericht zeigt allerdings auch, dass noch weitere Forschung nötig ist, um die Arbeits- und Gesundheitssituation der Beschäftigten in der Einfacharbeit zu verbessern." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Repeated short‐term sickness absence: A problem to be handled or a symptom to be prevented? A qualitative case study (2025)
Zitatform
Kirkegaard, Tanja, Vita Ligaya P. Dalgaard & R. Grytnes (2025): Repeated short‐term sickness absence: A problem to be handled or a symptom to be prevented? A qualitative case study. In: Industrial relations journal, Jg. 56, H. 1, S. 3-21. DOI:10.1111/irj.12447
Abstract
"Repeated short‐term sickness absence has been linked to poor psychosocial work environment. However, the handling of short‐term sickness absence is often driven by a formal monitoring of employees' absence records rather than by a focus on enhancing well‐being at work. In this paper, based on interview data, we found that repeated short‐term sickness absence was primarily addressed as an individual employee issue, with limited focus on prevention through improvements in the work environment such as fostering trust between employees' and managers and promoting overall well‐being at work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does AI at Work Increase Stress? Text Mining Social Media About Human–AI Team Processes and AI Control (2025)
Zitatform
Klonek, Florian & Sharon Parker (2025): Does AI at Work Increase Stress? Text Mining Social Media About Human–AI Team Processes and AI Control. In: Journal of organizational behavior, S. 1-15. DOI:10.1002/job.70000
Abstract
"With rising use of artificial intelligence (AI) in organizations, alongside increasing mental health issues, we seek to understand how AI use affects human stress. Drawing on the automation–augmentation perspective, we propose that AI control over decision-making thwarts human autonomy and thus contributes to stress. Drawing on models of teamwork and augmentation, we expect that human–AI team processes (i.e., transition, action, and interpersonal processes) help people meet their goals and reduce stress. Finally, we argue that human–AI team processes provide an important social resource, which buffers the stress-enhancing role of AI control. To test our hypotheses, we analyzed over 2700 tweets. Using a trained large language model, validated against human ratings, we indexed key measures. Results confirm that high AI control was associated with increased stress, whereas human–AI team processes were associated with decreased stress. In support of the moderation hypothesis, two human–AI team processes (action and interpersonal) helped further reduce the stress-enhancing effect of AI control. We discuss implications for work design theory and the importance of regulating levels of AI control to protect workers' mental health." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Relevanz der beruflichen Resilienz für die mentale Gesundheit und Arbeitszufriedenheit von Beschäftigten (2025)
Knispel, Jens; Arling, Viktoria; Slavchova, Veneta; Brenner, Julia;Zitatform
Knispel, Jens, Veneta Slavchova, Julia Brenner & Viktoria Arling (2025): Die Relevanz der beruflichen Resilienz für die mentale Gesundheit und Arbeitszufriedenheit von Beschäftigten. In: Arbeitsmedizin, Sozialmedizin, Umweltmedizin, Jg. 2025, H. 2, S. 98-107. DOI:10.17147/asu-1-417844
Abstract
"Zielstellung: Schätzungsweise 15% aller Fehltage von Beschäftigten aller Altersgruppen sind auf psychische Erkrankungen zurückzuführen. Ziel der vorliegenden Studie ist es, die Relevanz verschiedener Facetten der beruflichen Resilienz als mögliche Schutzfaktoren für die langfristige Aufrechterhaltung der mentalen Gesundheit von Beschäftigten und dem Erleben ihrer beruflichen Situation zu untersuchen. Zu den Facetten der beruflichen Resilienz zählen Optimismus, Akzeptanz, Lösungsorientierung, Selbstfürsorge, Netzwerkorientierung, Verantwortungsübernahme und Zukunftsplanung. Methode: Zur Untersuchung der Forschungsfrage wurden im Rahmen einer Online-Studie 235 Beschäftigte mit einem Stellenumfang von mindestens 20 Stunden pro Woche mittels Fragebögen bezüglich ihrer beruflichen Resilienz (RB-7-30) und ihrer emotionalen Irritation, Depressivität und Arbeitszufriedenheit befragt. Ergebnisse: Die Ergebnisse weisen darauf hin, dass berufliche Resilienz mit emotionaler Irritation, Depressivität und Arbeitszufriedenheit assoziiert ist. Multiple Regressionsanalysen geben Hinweis darauf, dass die jeweiligen Resilienzfacetten einen differenzierten Zusammenhang mit der mentalen Gesundheit von Beschäftigten und dem Erleben ihrer beruflichen Situation aufweisen. Schlussfolgerungen: Berufliche Resilienz stellt einen potenziellen Schutzfaktor zum Erhalt der mentalen Gesundheit dar. Es erscheint lohnenswert, weitere Untersuchungen zur Wirksamkeit beruflicher Resilienz durchzuführen, um anschließend gezielte Trainingsmaßnahmen für Beschäftigte (Führungskräfte und Mitarbeitende) abzuleiten und so einen nachhaltigen Beitrag zur langfristigen Stabilisierung des psychischen Wohlbefindens und der Arbeitszufriedenheit zu leisten" (Autorenreferat, IAB-Doku)
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Literaturhinweis
Occupational health of employees with mental health issues: the role of the psychosocial working conditions and sense of coherence (2025)
Zitatform
Lehmann, Anja I. & Georg F. Bauer (2025): Occupational health of employees with mental health issues: the role of the psychosocial working conditions and sense of coherence. In: International Archives of Occupational and Environmental Health, Jg. 98, H. 7, S. 573-585. DOI:10.1007/s00420-025-02154-7
Abstract
"Background: The high prevalence of mental health issues (MHI) among employees poses significant societal challenges. However, little is known about factors that influence their ability to remain employed, maintain productivity, and thrive at work. Objective: This study examines differences in occupational health outcomes (burnout, work engagement, and work ability) between employees with and without MHI and the applicability of the Job Demands-Resources model (including job demands, job resources as psychosocial working conditions and sense of coherence (SOC) as a personal resource) among employees with MHI, while particularly controlling for disease-specific factors. Methods: Pooled data from two measurement waves were analyzed, including employees with current MHI (N = 92) and those without MHI (N = 877) from German-speaking countries. Mixed-effects models examined relationships between sociodemographic, disease-specific factors, psychosocial working conditions, SOC, and occupational health outcomes. Results: Employees with MHI showed lower occupational health levels (higher burnout, reduced work ability) than those without. Among employees with MHI, SOC and job resources were significantly associated with all occupational health outcomes, while job demands primarily predicted burnout. Sickness absence correlated negatively with both burnout and work ability. The association between SOC and work ability was stronger for employees with MHI than for those without. Conclusions: Job resources and SOC play a role for occupational health in employees with MHI. Targeted interventions to strengthen these resources should be prioritized." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When caring comes at a cost: Psychological wellbeing of unpaid and paid carers and the role of social expenditure (2025)
Zitatform
Lightman, Naomi & Anthony Kevins (2025): When caring comes at a cost: Psychological wellbeing of unpaid and paid carers and the role of social expenditure. In: Journal of European Social Policy, S. 1-15. DOI:10.1177/09589287251356978
Abstract
"This study examines whether, and under what conditions, unpaid and paid care work are associated with reduced psychological wellbeing. The article begins by laying out a shared theoretical framework for understanding the psychological consequences of care among both unpaid and paid carers. It then tests the empirical implications of this framework, conducting multi-level model analysis of European Quality of Life Survey and European Social Survey data and: (1) disaggregating care work based on (a) the care recipient – i.e., adults or children – for unpaid carers and (b) the level of occupational professionalization for paid carers; and (2) examining the potential intervening role of social expenditure. Findings demonstrate that unpaid caring for adults (though not children) is associated with a marginal decrease in psychological wellbeing, but that this dynamic is limited to countries with smaller welfare states. Among paid care workers, only paraprofessionals are found to have lower levels of psychological wellbeing than comparable non-care workers – but here again increased social expenditure appears to have a significant buffering effect. Together, results reinforce the need for robust social spending to mitigate negative psychological consequences of care, while adding important nuance regarding the relevance of the type of care work being performed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
From the policy of humanization to labour flexibilization: the case of the Federal Republic of Germany (from the 1970s to the 1980s) (2025)
Llanos-Reyes, Claudio; Horstmann, Anna;Zitatform
Llanos-Reyes, Claudio & Anna Horstmann (2025): From the policy of humanization to labour flexibilization: the case of the Federal Republic of Germany (from the 1970s to the 1980s). In: Labor history, S. 1-17. DOI:10.1080/0023656x.2025.2477149
Abstract
"This paper examines how proposals for the ‘humanization of work,’ aimed at improving working conditions, were increasingly overshadowed by labor flexibilization during the 1980s. Using Germany as a case study, it explores the Federal Government’s 1974 ‘Humanization of Work’ initiative and its evolution amidst rising unemployment, technological change and neoliberal influence. Labor flexibilization, exemplified by debates over working hours, displaced efforts to improve the quality of working life. This transition reflects a broader historical shift from policies supporting worker protections to those favouring capitalist accumulation and deregulation. By analyzing political, academic and trade union perspectives from the 1970s and 1980s, this paper highlights how neoliberal agendas reshaped labor relations, diminishing the focus on worker-centered approaches. These findings underscore pivotal changes in labour policies and their lasting impact on work and workers’ rights." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effect of precarious employment on suicidal ideation: A serial mediation model with contractual temporality and job insecurity (2025)
Llosa, José Antonio ; Agulló-Tomás, Esteban ; Iglesias-Martínez, Enrique ; Oliveros, Beatriz ; Menéndez-Espina, Sara;Zitatform
Llosa, José Antonio, Enrique Iglesias-Martínez, Esteban Agulló-Tomás, Sara Menéndez-Espina & Beatriz Oliveros (2025): The effect of precarious employment on suicidal ideation: A serial mediation model with contractual temporality and job insecurity. In: Economic and Industrial Democracy, Jg. 46, H. 1, S. 239-255. DOI:10.1177/0143831X241240616
Abstract
"Suicidal ideation is a variable prior to suicidal behavior and one of the main producers of risk of death by suicide. The sample consisted of a total of 1,288 people living in Spain who at the time of answering the questionnaire were in active employment. Contractual status is a significant variable for the prediction of suicidal ideation. Contractual temporality is a risk factor for suicidal ideation, whereas permanent employment is a protective factor. In suicidal ideation, job insecurity is a mediating risk factor and a key dimension of job precariousness because of the adverse effects on mental health it causes. Job insecurity interacts with objective causes of precariousness and is presented as a necessary variable for understanding the relationship between these material causes and suicidal thoughts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reducing Counterproductive Work Behavior: Examining the Interplay Between Mental Load and Emotional Load (2025)
Zitatform
Machek, Ondřej & Martin Machek (2025): Reducing Counterproductive Work Behavior. Examining the Interplay Between Mental Load and Emotional Load. In: Zeitschrift für Arbeits- und Organisationspsychologie, Jg. 69, H. 1, S. 15-27. DOI:10.1026/0932-4089/a000436
Abstract
"This study explores the effects of mental load and emotional load on counterproductive work behavior (CWB). Building on the conservation of resources theory and the challenge–hindrance stressor framework, we hypothesize that mental load enhances the effort and engagement of employees to accomplish goals and subsequently reduces organizational deviance (e. g., working time fraud), while emotional load, through resource depletion, weakens this relationship. We also suggest that by depleting emotional resources, emotional load could increase interpersonal deviance, with mental load exacerbating this effect due to synergistic effects. The results of a two-wave survey among 303 UK employees show that mental load reduces organizational deviance only when emotional load is low to moderate; when emotional load is high, mental load may even increase organizational deviance. The results also show that emotional load increases interpersonal deviance, irrespective of the level of mental load. The findings underscore the distinct nature of interpersonal and organizational deviance, challenges previous interpretations of the relationship between workplace stressors and CWB, and highlights the importance of considering the complex interplay between different types of stressors in predicting workplace outcomes." (Author's abstract, IAB-Doku, © 2024 Hogrefe Verlag) ((en))
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Literaturhinweis
Working from home and health complaints: on the difference between telework and informal overtime at home (2025)
Zitatform
Mergener, Alexandra, Nico Stawarz, Heiko Rüger & Inga Laß (2025): Working from home and health complaints: on the difference between telework and informal overtime at home. In: Frontiers in Public Health, Jg. 13. DOI:10.3389/fpubh.2025.1465617
Abstract
"Background: With the increase in the prevalence of working from home (WFH), understanding its impact on health has become more relevant. However, the possibility that health effects may depend on the specific WFH arrangement has largely been ignored in research. Objective: The aim of this study is to offer a differentiated view of WFH by distinguishing between informal overtime at home and telework during recognized working time when assessing its associations with mental and physical health complaints. Moreover, the extent of telework is considered. The study also differentiates the group of WFH non-users by distinguishing between voluntary non-use and employer-directed non-use. Methods: We apply OLS regression models with clustered standard errors by occupation to probability-based survey data that is representative of employees in Germany. The analytical sample was restricted to employees whose job tasks could be performed at home (N = 10,365). Results: Compared to employer-directed non-users, working informal overtime at home is associated with more mental health complaints, while telework is associated with fewer mental and physical health complaints. However, the beneficial association between recognized telework and mental health only applies to employees with relatively small extents of telework. At higher extents of telework, the mental health advantages disappear, while those for physical health tend to remain. Conclusion: This study suggests that a nuanced look at patterns of use and non-use of WFH is essential when gauging its impact on health." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Short- and long-term health effects of job insecurity. Fixed effects panel analysis of German data (2025)
Zitatform
Mikucka, Malgorzata, Oliver Arránz Becker & Christof Worl (2025): Short- and long-term health effects of job insecurity. Fixed effects panel analysis of German data. In: Scandinavian journal of work, environment & health, Jg. 51, H. 2, S. 68-76. DOI:10.5271/sjweh.4206
Abstract
"Objective: Previous research has linked job insecurity to health deterioration. The risk accumulation model suggests that health effects of job insecurity may persist even after job security is restored, yet long-term empirical analyses are scarce. Our study evaluates the long-term effects of accumulated exposures to affective job insecurity on mental and physical health among the working-age population in Germany. Method: Using data from the German Socioeconomic Panel (12 624 individuals; 84 219 observations), we applied panel regression models with individual fixed effects to assess short- and long-term health changes associated with affective job insecurity. Job insecurity was measured by respondents’ worries about job security. Mental and physical health was recorded with the SF-12 scale. Results: Job insecurity correlated with short-term worsening in mental and physical health. However, after job insecurity ceased, health recovery was incomplete resulting in a long-term health deterioration. The long-term effects were larger among respondents who accumulated more instances of job insecurity, and showed a similar pattern for mental and physical health. An additional analysis documented stronger health effects of job insecurity among lower educated persons. Conclusion: Our study is one of the first to empirically demonstrate the negative long-term health effects of job insecurity. Our findings for a well-protected labor market like Germany’s, suggest that the health risks associated with job insecurity may be substantial and potentially underestimated by studies that focus solely on short-term effects." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Exploring the delicate relation between technological innovations and work quality: A study among civil servants (2025)
Zitatform
Peeters, Maria C. W., Jan Fekke Ybema, Pascale M. Le Blanc & Judith Plomp (2025): Exploring the delicate relation between technological innovations and work quality: A study among civil servants. In: Economic and Industrial Democracy, Jg. 46, H. 3, S. 851-873. DOI:10.1177/0143831x251347151
Abstract
"This study explores the delicate relation between technological innovations and work quality. It was conducted across various parts of the Dutch central government. The authors assessed how civil servants perceive changes in job demands, job resources and some relevant outcomes following the implementation of new technologies. Data were collected through an online Technology Monitor (TM) which was (at least partly) completed by 332 respondents. Results showed that employees perceived significant increases in various job demands, alongside a modest increase in the job resource autonomy after technology implementation. Additionally, civil servants who experienced more autonomy following new technology implementation reported higher levels of both work engagement and employability. In contrast, perceptions of increased workload were associated with more burnout symptoms. Interestingly, perceived increases in task variation were associated with fewer burnout symptoms, lower job insecurity and higher work engagement. These findings offer valuable insights for managers and HR professionals involved in managing technological transitions, emphasizing the importance of employee-centered strategies to safeguard and enhance the quality of work of civil servants." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
High temperatures and workplace injuries (2025)
Zitatform
Picchio, Matteo & Jan C. van Ours (2025): High temperatures and workplace injuries. In: Empirical economics. DOI:10.1007/s00181-025-02790-5
Abstract
"High temperatures can have a negative effect on workplace safety for various reasons. Discomfort and reduced concentration caused by heat can lead to workers making mistakes and injuring themselves. Discomfort can also be an incentive for workers to report an injury that they would not have reported in the absence of heat. We investigate how temperature affects injuries of professional tennis players in outdoor singles matches. We find that injury rates increase with ambient temperatures for men, whereas for women, high temperatures have no effect on injury rates. Among male tennis players, there is some heterogeneity in the temperature effects, influenced by incentives. Specifically, when a male player is losing at the beginning of a crucial second (third) set in best-of-three (best-of-five) matches, the temperature effect is much larger than when he is winning." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Is Delayed Mental Health Treatment Detrimental to Employment? (2025)
Zitatform
Prudon, Roger (2025): Is Delayed Mental Health Treatment Detrimental to Employment? In: The Review of Economics and Statistics, S. 1-46. DOI:10.1162/rest.a.257
Abstract
"Waiting times for mental health treatment have been increasing in many countries. Using administrative data on all inhabitants of the Netherlands and exploiting exogenous variation at the municipality level, I find that these waiting times have substantial repercussions on labor market outcomes for at least eight years after the start of treatment. A one-month (0.5 SD) increase in waiting time decreases the probability of employment by two percentage points. Vulnerable groups with lower educational attainment or a migration background are especially affected given that the impact of waiting time is larger for them and their average waiting time is longer." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Job-related antecedents of psychological detachment from work (2025)
Zitatform
Pütz, Lisa (2025): Job-related antecedents of psychological detachment from work. In: The International Journal of Human Resource Management, Jg. 36, H. 9, S. 1493-1528. DOI:10.1080/09585192.2025.2516791
Abstract
"Psychological detachment from work implies mentally disengaging from job-related matters during non-work time and is a core mechanism contributing to employee recovery. Given its manifold positive outcomes, organizations may aim to foster their employees’ detachment. For this purpose, identifying the determinants of detachment is crucial. This study examines job-related factors that contribute to detachment. The empirical analysis draws on representative data from the German Socio-Economic Panel (GSOEP), encompassing four survey waves. Individual fixed-effects panel estimations reveal that adequate recognition from superiors is an effective detachment-enhancing tool. There is also evidence that adequate pay is positively related to detachment. In contrast, burdensome conflicts with superiors or colleagues may hinder detachment. Managers tend to detach less due to high job demands. During the COVID-19 pandemic, managers’ ability to switch off worsened even further. The data also reveal that several job characteristics are, contrary to theoretical expectations, not associated with psychological detachment. Implications for theory and practice, limitations, and avenues for future research are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Transformational Leadership in Coping with Followers’ Technostress. A Quantitative Analysis (2025)
Zitatform
Rademaker, Tim & Stefan Süß (2025): The Role of Transformational Leadership in Coping with Followers’ Technostress. A Quantitative Analysis. In: Management revue, Jg. 36, H. 2. DOI:10.31083/mrev44017
Abstract
"This study examines the relationship between transformational leadership, digital work-related stressors, and emotional exhaustion among 952 German employees who regularly use information and communication technology (ICT). Employing structural equation modeling within the framework of the transactional model of stress and coping, the analysis reveals a dual effect of transformational leadership: it intensifies perceived techno-stressors while simultaneously serving as a critical resource for coping with these challenges. The findings offer practical insights for organizations addressing the intersection of leadership, technology use, and employee well-being. Importantly, recovery and techno-stressors act as competing mediators in the relationship between transformational leadership and emotional exhaustion." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Internal branding and technostress among employees - the mediation role of employee wellbeing and moderating effects of digital internal communication (2025)
Zitatform
Raj, Asha Binu & Ashok Kumar Goute (2025): Internal branding and technostress among employees - the mediation role of employee wellbeing and moderating effects of digital internal communication. In: Acta Psychologica, Jg. 255. DOI:10.1016/j.actpsy.2025.104943
Abstract
"Integrating technology with communication makes work comfortable, but it simultaneously interrupts employees' personal life. Internal branding strategies attempts to improve employee's psychological and physiological wellbeing, yet the extensive integration of technology with work and workplace activities posit serious challenges in the form of technostress. In the context of communication, digital tools and mode of work increases efficiency, yet their impact of wellbeing and technostress experienced by employees needs to be examined.The present study aims to analyze the impact of internal branding on employee wellbeing and technostress under the influence of digital internal communication. The paper also examines if digital internal communication can moderate the impact of internal branding on employee wellbeing and also the impact of employee wellbeing on technostress experienced at workplace. The mediation effect of employee wellbeing between internal branding and technostress is also analyzed.The conceptual model was built on the premises of job demands-resources theory, technology acceptance model, and transactional theory of stress and coping. Data collected from 401 employees from information technology sector was analyzed using Smart PLS4. Results of structural and measurement model using PLS SEM indicate that internal branding improves wellbeing and reduces technostress under the influence of digital internal communication. Employee wellbeing is found to mediate the impact of internal branding as well as digital internal communication on technostress. Findings support the moderating effects of digital internal communication in reducing technostress and improving employee wellbeing. The hypothesised research model integrates three theories making a novel contribution by analysing wellbeing and technostress and exploring internal branding and internal communication in the digital context." (Author's abstract, IAB-Doku, © 2025 The Authors. Published byElsevier B.V.) ((en))